Recruiter (Product & Engineering)

The ideal candidate brings most of the following experience and strengths:

• Approximately 4–7 years of full-cycle recruiting experience, with the majority of that experience focused on recruiting for Engineering and Product teams.
• Experience recruiting in-house for a high-growth technology startup.
• A proven track record of recruiting highly specialized engineering talent, with demonstrated success hiring for roles similar to those listed above.
• Experience recruiting software engineers and other niche technical talent in competitive markets, including sourcing and engaging passive candidates.
• Strong partnership experience with engineering leaders and technical hiring managers, translating hiring needs into thoughtful recruiting strategies and consistently delivering high-quality candidates.
• Exceptional sourcing skills, with a proven ability to identify, engage, and close passive technical talent through creative outreach and relationship building, not relying primarily on inbound applicants.
• The ability to quickly understand complex technical domains, including AI, machine learning, autonomy, robotics, and modern software engineering and translate that knowledge into effective recruiting strategies.
• Proven success managing multiple technical searches simultaneously while maintaining a high bar for candidate quality, speed, and hiring manager partnership.
• Outstanding written and verbal communication skills, with the ability to build credibility and trust with engineers, hiring managers, and candidates alike.
• Exceptional organization, attention to detail, and follow-through.
• A strong sense of urgency balanced with sound judgment and thoughtful decision-making.
• A passion for delivering a high-touch, personalized candidate experience that reflects TurbineOne's values and employer brand.
• A collaborative, low-ego mindset with the ability to execute recruiting strategies developed in partnership with the Head of Talent while building trusted relationships across the organization.
• A genuine passion for recruiting as a profession. You're not looking to use recruiting as a stepping stone into HR, People Operations, Talent Programs, or people management; you want to become an exceptional recruiter. You take pride in your craft, enjoy solving difficult hiring challenges, and are excited to continue growing as a high-performing individual contributor.

• Experience recruiting within a Defense Tech, Robotics, or Autonomy company.
• Experience recruiting candidates with active U.S. security clearances.
• Experience recruiting engineers supporting AI, machine learning, autonomy, robotics, or national security technologies.
• Experience using Greenhouse, LinkedIn Recruiter, Gem, and other modern recruiting platforms.

The ideal recruiter is someone who:

• You believe exceptional recruiting begins with exceptional sourcing. Rather than treating sourcing as a separate function, you see it as an essential part of recruiting itself. You genuinely enjoy the challenge of identifying hard-to-find talent, earning the attention of passive candidates, and building authentic relationships that lead to outstanding hires.
• Understands that recruiting is relationship-driven, not transaction-driven.
• Believes candidate quality matters more than candidate volume.
• Delivers a thoughtful, personalized, and high-touch candidate experience.
• Builds trust with hiring managers through strong execution and sound judgment.
• Operates with humility, curiosity, urgency, and ownership.
• Has a low-ego, team-first mindset; you welcome feedback, share credit generously, and care more about building a great company than receiving individual recognition.
• Is deeply connected to our mission; you understand that every hire directly contributes to our ability to deliver Mission-AI to those serving on the frontlines, and you approach recruiting with a sense of purpose and responsibility.
• Loves recruiting enough to make it your career; not simply your next step toward another function.